Disability, mental health & wellbeing

To actively implement ways to attract people with disabilities. 

To provide an inclusive and welcoming recruitment process which allows individuals to shine.

• Clearly displaying the Disability Confident Leader logo reassures candidates that we are welcoming of and wish to encourage disabled applicants.
• All our roles are advertised with Flexa and Rest Less, and almost all are advertised as able to be carried out remotely.
• Our careers page clearly sets out our commitment to diversity and inclusion.
• The Candidate Pack explains exactly what to expect from our recruitment process, including tips on how to prepare and what to expect at interview.
• Throughout the recruitment process, candidates are given opportunities to identify as disabled, enabling adjustments to be offered at any stage, from application through to assessment.
• We are committed to offering an interview to all disabled candidates whose CV suggests they are able to make a success of the role.
• Hiring managers have completed unconscious bias training to help us secure the best candidates regardless of sex, race, or disability. Further guidance is also provided on inclusive recruitment practices, such as using objective scorecards, recruiting for skills, and the obligation to provide reasonable adjustments.
• We provide all interview questions in advance to all candidates.
• We have signed the ‘Show the Salary’ pledge to be transparent about the salary on offer and to help combat the trend of underrepresented groups undervaluing their salary requirements.
• Our recruitment system also enables us to track and report equal opportunity data in a more robust manner.

Next steps

• Continuous review of our interview processes, to ensure we remain at the forefront of equality practices.
• Using newly created inclusion dashboards to work with hiring managers on increasing team diversity, including disabled candidates.

• Regular wellbeing meetings are offered to all colleagues who disclose a disability or medical condition, including conditions that develop during employment, to ensure they are receiving appropriate support and/or reasonable adjustments.
• Wellbeing Passports provide a clear mechanism for recording, sharing, and reviewing any adjustments that are in place.
• Line managers are required to complete training which includes their obligation to provide reasonable adjustments for disabled colleagues.
• An Employee Assistance Programme and Occupational Health services are available to support colleagues’ wellbeing.
• Flexible working practices enable disabled colleagues to choose how, when, and where they work.
• Global equality policies are in place, clearly setting out our commitments to equality, diversity, and inclusion.

• Our senior leadership team is vocal about our commitment to diversity and inclusion, and our inclusion networks are sponsored by senior members of the business.
• Our internal equality, diversity and inclusion networks offer a range of opportunities to hear speakers talk about their experience of disability, encouraging an open and accepting culture.
• Our physical and digital workspaces are regularly tested for accessibility, and a clear set of standards are available to all. Improvements & additions are communicated business wide to show inclusivity is a continuous journey.
• Initiatives such as Mental Health First Aiders, the Menopause Cafe and our Menopause Action plan ensure colleagues know where to access help & support.

Next steps

• We continue our inclusion activities, with speakers and other events planned through our inclusion network.
• A broad accessibility project was launched in 2025 to examine all areas of the business including physical environment, information accessibility and organisational policies.

To use surveys & internal systems to collect data to support informed actions. 

To improve our understanding of our diversity demographic to inform our future decisions.

• ‘All about me’ page captures personal data on a voluntary basis, including any new, existing or changing disabilities during the course of employment. A target of 100% completion (with the option to prefer not to disclose information) has been set for 2026. At time of this report (Feb. 2026) current completion rate for the question ‘Do you have a disability or long term medical condition’ is 76%, with 12% of the business answering ‘yes’.
• Released annually, our Employee Engagement Survey is designed to gather data around how our colleagues feel about working at Emerald. We are proud of our 2025 score showing that 78% of our workforce feel fully engaged, and an incredible score of 92% around ED&I but have ambitions to improve on this in the coming years.
• We regularly seek to understand our customer experience and listen to their feedback through Net Promoter Score surveys and have set ourselves challenging improvement targets.
• In 2025 we included Disability for the first time in our pay gap reporting, despite there being no legal requirement. This reveals a median pay gap of 17.5% with non- disabled employees earning more on average than disabled employees. Figures suggest this imbalance is in part due to disabled employees being under-represented in higher pay quartiles. For more information see the full report here.